One of the most frequently asked questions I receive is this: “Do you have any sample performance evaluation forms you can send me?” To be honest, I do have samples, but I never send them.
Why don’t I send them? Well, let me ask you: Have you ever seen a traditional performance evaluation system that actually improves performance? Probably not. To my knowledge, no such form exists. You don’t need a sample form. Instead, you need to lead well.
There’s a perpetuating myth in leadership circles that every good leader does annual performance reviews. That’s not true. You can be a great leader without going through the agony of filling out your annual HR evaluation forms.
In a recent conversation, I was reminded of a set of questions that Marcus Buckingham developed to measure job satisfaction. This list is several years old, but it still provides great insights. I challenge you to consider going through these questions with your team. (My team will.)
1. Do I know what is expected of me at work?
2. Do I have the materials and equipment that I need in order to do my work right?
3. At work, do I have the opportunity to do what I do best every day?
4. In the past seven days, have I received recognition or praise for doing good work?
5. Does my supervisor, or someone at work, seem to care about me as a person?
6. Is there someone at work who encourages my development?
7. At work, do my opinions seem to count?
8. Does the mission or purpose of my company make me feel that my job is important?
9. Are my coworkers committed to doing quality work?
10. Do I have a best friend at work?
11. In the past six months, has someone at work talked to me about my progress?
12. This past year, have I had opportunities at work to learn and grow?
Which one of those 12 questions challenges you the most? You can check out the rest of the magazine article originally published in Fast Company.
By the way, Buckingham also has a resource available called The Truth about You (Thomas Nelson, 2008). It’s a toolkit including a DVD, interactive book and a “rememo” pad to help you enjoy higher satisfaction with life and work.
Among other things Buckingham confirms, “You’ll never turn your weaknesses into strengths.” I hope that sets you free.
Tony Morgan is the chief strategic officer and founder of TonyMorganLive.com. He’s a consultant, leadership coach and writer who helps churches get unstuck and have a bigger impact. For 14 years, Tony served on the senior leadership teams at West Ridge Church (Dallas, Ga.), NewSpring Church (Anderson, S.C.) and Granger Community Church (Granger, Ind.). With Tim Stevens, Tony has co-authored Simply Strategic Stuff, Simply Strategic Volunteers and Simply Strategic Growth—each of which offers valuable, practical solutions for different aspects of church ministry. His book Killing Cockroaches (B&H Publishing) challenges leaders to focus on the priorities in life and ministry.
For the original article, visit tonymorganlive.com.
Pastor, you’ve got a sleeping giant in your church. If you awake that sleeping giant, it’ll change your church, your community and the world.
This sleeping giant in your church is your unengaged lay people.
If 10 percent of your church does most of the work, you have nine entire churches your size sitting on the sidelines each week. Fully engaged, the ministry potential of your church is mind-boggling!
We all find ourselves in the position of “leading up” at some point in our lives. Whether it’s in the workplace or where we volunteer, we all have an opportunity to lead our leaders.
There are times when I’ve led my leaders well and times I have not. Here are three critical steps I’ve learned to take in order to lead up with success.
1. Meeting before the meeting. I watched this play out in a scenario I’ve been walking through. It’s brilliant. Have a ‘meeting before the meeting.’ If you’re leading into a challenging topic with leadership, it serves you well to make a quick connection in advance, letting the other person know what the meeting is about. No details. Just a quick overview that gives them something to digest. A brief snippet that sets the stage for the conversation. This puts your leader in a proactive posture rather than a reactive posture.
There’s nothing more challenging interpersonally than dealing with a serious conflict with someone on your church staff or a volunteer in a key position in your ministry.
The temptation would be to let time heal it or hope that the tension simply goes away on its own. But fight those feelings because conflict in the church, especially on a team, has to be dealt with well in order for genuine progress to be made.
Can’t we all just get along? Actually, no, and that’s probably a good thing because it forces us to tackle conflict in a God-honoring manner. Here are some steps to move toward resolution when you find yourself in conflict with someone on staff.
Have you ever heard the phrase “odd man out?” It means you didn’t fit. You don’t measure up for some reason. You were excluded. It hurts.
I’ve been that person numerous times. I get it because I’m pastor sometimes. People assume I can’t also be fun. So they don’t invite me to the party. I experienced it some in business circles. There are haves and have nots in many business circles. I was mostly in the have nots. I’ve even been excluded though for having too much. People assume because I’m not struggling like they are that I probably never have.
We’ve all been excluded at some point in life.